CBMP Analytical Report Part 1 - Transparency and Accountability ...

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may be tempted to say, is collected just to be administratively compliant and not to help schools understand why certain things happen in schools. All these, therefore, indicate that both sections of the primary education are affected significantly. The senior classes need more contact hours as they gear themselves up towards nationally competed examinations. On the other hand, junior classes are in need for teachers’ guidance to shape their conduct and mental development at that early stage. Thus, delayed salaries should be seen as a major disturbance to delivery of teaching services both, from the pupils and teachers perspective. 3.2.9 Teachers’ Feelings and Attitude More worrying is the situation that teachers feel neglected; less valued and might continue behaving in a way that would not be proper for children development. The study established the following as teachers continued to express their feelings; Table 7: When salaries Delay, What is the Feeling among Teachers Feeling Neglected by Motivation Aggressive Willingness to government to teach Behaviour absent oneself Valid % Low 3.0 72.3 52.4 50.6 Medium 23.5 30.8 16.0 16.0 High 73.6 6.8 30.6 33.5 Total 100.0 100.0 100.0 100.0 Source: Authors Analyzed Raw Data From the table above, 97% of the teachers have the feeling that there is no total commitment by the Government of Malawi, Ministry of Education Science and Technology (MOEST), towards their welfare. This is seen from the fact that 73.6% of high feeling and 23.5% of medium feeling towards that. This on its own might imply 29
that the employee has reduced trust in the employer. Thus, the motivation to teach also goes down immediately. According to the table, 93.1% of the teachers expressed that their motivation to teach is usually low when salaries delay. Thus, the feeling of being neglected by the employer inversely varies with the low motivation to teach (corr 3 : 0.99; 0.005 C.I), that is, the more the feeling that they are neglected by their employer, the low the motivation to teach. Since this was a direct interview with the teachers, it is not surprising then that a few, about 46.6% braved to express that there is significant aggressive behaviour among teachers. Furthermore, 49.5% expressed that there is willingness to absent oneself from work among the teachers when the salaries delay. Thus, the study found out that the willingness to absent oneself directly varies with aggressive behaviour (corr: 0.88; 0.005 C.I.), that is, the more the feeling of not wanting to teach, the higher the aggressive behaviour towards pupils and fellow teachers. The results in the table is an indication that once the teachers feel neglected by their employer, their motivation to teach goes down, their willingness to absent themselves from work is high. Thus, as they force themselves to work (without zeal), they are filled with aggression, which is usually not needed for child development and public service delivery. 3.2.10 Teachers’ Coping Mechanisms When salaries delay [as it happens almost every month and teachers are used to it], teachers highly engage in different other activities within their compound. Apart from the delay alone, teachers feel that the salaries are on the lower side of the scale to cater for their household needs. The study sought information on what teachers do to cope with both delayed salaries and smaller amounts. The table below has the details; 3 Correlation of almost 1, at 95% Confidence Interval 30
Page 1 and 2: FINAL REPORT PUBLIC EXPENDITURE TRA
Page 3 and 4: LIST OF FIGURES Figure 1: Teachers
Page 5 and 6: ACKNOWLEDGEMENTS The Community Base
Page 7 and 8: teachers (the majority in Mulanje)
Page 9 and 10: • There is also need to institute
Page 11 and 12: (TAP) in order to conduct a Public
Page 13 and 14: 1.3 Scope of Work To achieve this p
Page 15 and 16: Having agreed on the above, pre-tes
Page 17 and 18: 3.0 STUDY FINDINGS 3.1 Demographic
Page 20 and 21: Table 2: Academic Qualifications fo
Page 22 and 23: that teachers are eligible for prom
Page 24 and 25: which might deter their commitment
Page 26 and 27: exacerbated by the fact that teache
Page 28 and 29: the study found out that there is n
Page 30 and 31: The table above shows that teachers
Page 32 and 33: According to the teachers, the abov
Page 34 and 35: service even further especially in
Page 36 and 37: 56.3% of the schools affected, clas
Page 40 and 41: Table 8: Variable How teachers cope
Page 42 and 43: 3.3 Government Efforts 3.3.1 New Me
Page 44 and 45: it is not yet realized at higher ad
Page 46 and 47: • The mode of salary access is al
Page 48 and 49: esponsible should create village ag

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